Following concerns raised by the PSA CPSU NSW, the NSW Government has reissued its Domestic and Family Violence Workplace Support Policy, removing the restrictive approach to evidence requirements and updating the guidance for managers.

When the policy was first released in November 2025, the PSA acted immediately to challenge the Government over the inclusion of new, restrictive evidence requirements that had been added after consultation had concluded. At the time, we informed members of the policy’s release, acknowledged its positive elements, and highlighted our serious concerns with these last-minute changes.

“The union’s position was clear: the new requirement for employees to provide evidence when accessing more than five consecutive days of Domestic and Family Violence [DFV] leave, or more than 10 days in a calendar year, was inconsistent with the 2022 DFV Leave Determination,” said Women’s Industrial Officer Simone Scalmer. “That determination makes it clear that managers should exercise discretion when deciding whether evidence is required and, where it is, what type of evidence is appropriate. Importantly, evidence should only be requested in exceptional circumstances.”

The updated policy now reflects this approach, reinforcing a more supportive and trauma-informed process for employees experiencing domestic and family violence.
“Members who have issues with accessing DFV leave or other support in their workplace in relation to experiencing DFV should contact their union,” said Ms Scalmer.
The PSA CPSU NSW was the first union in Australia to get DFV leave written into an Award or Enterprise Agreement.